by admin | Oct 11, 2022 | Art of Recruiting, Blog
Utilizing technology to find, attract, evaluate, choose, and recruit candidates for open positions is known as “digital hiring.” The only option for businesses to stay on track with their hiring and overall business goals is to implement more digital hiring methods, especially in light of the current health crisis.
It can be necessary to use tools that many firms have never used previously, such as career portals, mobile recruiting, online tests, social recruiting, and digital interviews.
Although the change may seem intimidating, the future of digital hiring is already here, so we’ve put together some essential advice to help you launch and improve your digital hiring process.
1. Social Media Recruiting
Professionals spend a significant portion of their lives online in this digital (and now remote!) working environment. Your company can reach applicants by being visible on the appropriate digital platforms, where they are already spending a lot of time.
You can attract a sizable number of candidates that you would not otherwise be able to by using social media networks for the recruitment like LinkedIn, Facebook, Instagram, and Twitter. As opposed to cold calling or emailing, interacting on these platforms might feel more natural and aid your staff in building relationships in less stressful situations.
For long-term cohesiveness and relevance, the best methods include sending potential candidates direct messages on Facebook, tweeting links to available positions using relevant hashtags, and producing shareable video material for YouTube or Instagram that showcases your company’s mission and culture in an easily digestible way.
At the very least, you’ll use these social channels to better understand applicants’ interests and backgrounds in order to tweak messaging to increase engagement and personalization if you want to keep reaching out to them on more conventional platforms.
2. Mobile-Friendly Careers Site
In a recent Glassdoor study, it was shown that 89% of the 1,000 job seekers used their mobile devices at some point in the job search process. Because so many job searchers conduct their searches in this manner, companies must ensure that their websites are mobile-friendly in order to swiftly attract all interested individuals.
Having it configured so that pages do not require excessive panning or scrolling in order to get the information important to the application implies much more than simply being able to view it on mobile devices.
To increase completion rates, even small details like making the “Apply” button stand out from the background and making the needed fields clear to read can make a big difference. If you have any graphics or photos at the top or bottom of the page, think about removing them because longer pages will just turn away candidates.
3. Digital Interviewing
Instead of speaking live, candidates who participate in digital interviews—not to be confused with 2-way online interviews—record their answers to a set of preset questions for the hiring team to analyze later.
Digital interviews are not just one of the only interview options when working remotely, but they are also generally the most effective and impartial option. For instance, by employing this method of interviewing, firms can, for instance, acquire the following three crucial benefits:
Efficiency: The back-and-forth scheduling of the interview and the necessity for many live phone screens by recruiters are both eliminated by the digital interview. The time it takes to hire a candidate will be shortened because recruiters can observe and assess more interviews on their own schedule. Our interview platform requires minimal configuration and has a 90% completion rate across our global clients.
Flexibility: Considering the spread of infectious diseases and travel restrictions, candidates can complete the digital interview procedure from the comfort of their own homes. Our digital interview platform is one-way, so candidates may record their responses on their own time and in their own space, and recruiters can examine and assess them whenever it is most convenient for them. Candidates can choose to hide their camera and timer while they are recording, practice using our system as often as they like, and re-record each response once if necessary.
Standardization: In a typical interview, discussions with candidates can go in any direction, and the whole experience is mostly influenced by the interviewer. With our digital interview, however, recruiters may videotape themselves asking the questions in advance, assuring fairness and rigor throughout the process. This way, all candidates are given the same set of questions in exactly the same way. By linking each question with a capability and its behavioral anchors that are pertinent to the business or role, pymetrics further reduces bias when recruiters evaluate prospects.
4. Give Feedback!
Most job seekers nowadays are familiar with the phrase “resume black hole,” which describes the depressing and unsettling chasm into which applications frequently sink, presumably never to be seen again.
After submitting an application, up to 50% of candidates never hear anything back. It might be difficult to keep from taking this personally and getting quite frustrated. As more candidates turn to the internet to air their complaints, this could eventually damage your company’s brand. Additionally, keep in mind that your applicants are probably also your customers because their experiences with your business directly affect how they perceive your brand.
Feedback can come in a variety of sizes and shapes, but it is always an important part of the hiring process, and there are plenty of digital tools out there that make it simple. Something is always preferable to nothing, even if it’s just a brief email confirming that an application has been received and is being reviewed or updating the applicant that the application process has slowed and they should expect a response in some amount of time.
While it may not always be possible to provide every candidate with individual feedback after they finish a digital assessment or interview, there are solutions like Pymetrics that can automate feedback in a highly tailored fashion.
Candidates receive a report called the Pymetrics Profile that details their characteristics. The report aims to maximize openness, present actionable and workplace- applicable insights, and give the user an overview of what we learned about them during our assessment. The fact that it offers users a special, helpful, and educational experience makes it stand out from the competition and serves as a major point of engagement for them.
5. Ask for Feedback!
Since the digital world is always changing and is unfamiliar to all of us, it is crucial to get open input from job seekers on how the application process might be made more positive. This can be done by offering quick, optional surveys (5 questions maximum) at various stages of the process to increase completion rates, especially if they come after the applicant has been turned down for the position.
Be sure to underline how much you value their input and that you will examine it carefully moving forward. Once you have comments and ideas to examine, discover the major themes and consider how you may gradually improve your plan. Remember that even seemingly small changes to the candidate’s experience can have a huge and positive impact!
Conclusion
These are just some of the crucial things you can implement to have a strong digital recruitment strategy. Making sure your organization has a solid structure in place is essential to your employment process as digital recruitment tactics proliferate among the workforce after the epidemic. Pragna Solutions has been upskilling the teams to follow best practices and to help candidates to have great experience through the process.
by admin | Sep 27, 2022 | Art of Recruiting, Blog
A day comprises 24 hours, so making the most of your time is crucial. Maximizing your productivity at work isn’t like climbing Mount Everest; all it requires is being more conscious about how well you manage your time. There are basically two ways to make the most out of your day, one is either putting in more hours and the other is planning your day better and working smarter.
The state of peak performance is highly desirable. That combination of intense focus and effortless power is very rarely achieved even among highly focused people. The peak performance or flow state is not only in high demand in the sports field but also in our digitally powered workspaces, and for good reason. Flow helps in staying motivated and engaged, resulting in better performance and even happiness.
how to Maximize employee Productivity In the office Workplace
1. Set Interconnected Goals
According to a study, the key prerequisite to achieving flow is setting realistic goals. Astonishingly, far too many people are not aware of its importance of it. Hence, they don’t set work-related goals. But when we set realistic expectations or goals at work, we tend to focus better on our tasks.
Yet setting and achieving goals will just lead to a single flow experience every now and then, but our ultimate objective should be in achieving consistent flow, which can also be termed as a “unified flow experience.” To achieve this consistent flow, all our goals must be connected in such a way that the interdependencies between them are clear. And goals that are complex should be divided into smaller ones by stating objectives and their key results (OKRs) that are interconnected to one another and tracked over time.
2. Find Intrinsic Motivation in Work
The research study says external motivation isn’t enough to increase flow. Instead, intrinsic motivation drives the flow. Consider workplace or even in athletics, intrinsic motivation is often best powered by passion. When you engross yourself in work that you’re passionate about, success is more likely to follow. Leaders need to recognize this and prioritize fuelling their employee’s passion over other extrinsic rewards like promotions or bonuses.
3. Minimize Interruptions
One of the key steps to maximizing your productivity at work is taking control of your tasks. Interruptions are the biggest reason to lose this necessary feeling of control. Often, the interruptions that are the biggest reason for focus and productivity loss are unwanted meetings. All organizations can benefit greatly by doing a timely meeting audit and understanding the inevitable meeting bloat systematically. This could also help you add or remove a few things or completely rebuild your meeting culture from the ground up.
4. Prioritize Mental Health
Flow or productivity is intimately linked to mental health. Happy and optimistic people are often more productive. The possibility of achieving and maintaining flow is increased when we prioritize mental health.
Over the last few years and also at the start of the Covid pandemic, organizations have made positive adaptations from mental health being considered a taboo to it being considered an important topic of discussion. But there’s still scope of improvement– mental health should not be considered the sole responsibility of employees only. It should be given equal importance by managers too. Managers should be well equipped with all the training and tools needed to help empower and support their employees. This measure will definitely help them take control of their mental health and build the right mental foundation for achieving flow.
Conclusion
Productivity or flow is defined by effortlessness, but this doesn’t mean that it can be achieved with minimal effort. Bringing small changes to your habits will exceptionally improve your office efficiency. This will help you to finish more quality work in a shorter span of time and also limit the amount of time and energy spent on doing unnecessary tasks. By making the conscious efforts mentioned above, you can achieve that state of peak flow that is the zenith of success and also well-being.
For more blogs, Do visit Pragna Technologies
by admin | Sep 6, 2022 | RPO
Consider outsourcing your recruitment process if you want to improve the recruiting process and manage your talent acquisition more effectively. Many businesses are not aware of the concept of recruitment process outsourcing (RPO).
So, what exactly is RPO and what are its benefits for businesses if they implement RPO?
Simply put, RPO is when a corporation outsources all or a part of its permanent recruitment to a third party. Access to even the simplest of personnel within the market is critical for competitive advantage and business performance.
When opting for or choosing a product or service, one of the foremost inquiries to ask is, “In what way does it benefit my company?” Choosing the right RPO company, one that understands company culture, beliefs, and hiring goals pay off tremendously in both the long and short run. Here are a few reasons why companies opt for RPO for their recruitment.
Recruiting challenges faced by companies
Recruiting software
Attracting the proper candidates is challenging
One of the biggest challenges for 76% of recruiters is attracting quality candidates (C MD Recruitment, 2019). You would have tried to get the right candidate in an extremely swarming pool of unqualified talent and learned that your options are narrow and limited.
In that situation, you’ll pick the most rudimentary candidate you’ll identify at the time and not the most appropriate and efficient candidate for the role in the recruitment process.
It’s not always the number of people who apply for one position; the most sensible way to hire the right candidate is often from a smaller group of more qualified and competitive talent.
Engaging qualified candidates is not easy
42% of managers are bothered that they won’t be able to find the talent they need. (LinkedIn, 2019). It is difficult to stand out from the crowd when recruiters are regularly approaching candidates with good talent.
Furthermore, candidates with hard-to-find skills often consider several job offers at the same time. You would like to put extra effort into persuading passive candidates to decide on your company over your competitors.
Before approaching a passive candidate, research what motivates them and what makes them happy in their job. With this data, personalize your sourcing emails to explain what you’ll be able to offer them rather than what they’ll do for your company.
Companies struggle to hire faster
Time saved can also be put to use by improving the quality of products and services your company provides, which can lead to greater customer satisfaction. It can cause difficulty and end in higher revenue.
In order to save lots of money and delay operations, hiring teams want to fill vacant positions as soon as possible. In several industries, recruitment can take several months, putting pressure on recruiters and hiring teams.
A protracted time to rent is additionally a byproduct of a shortage of qualified candidates. The hiring process is additionally too long, or hiring teams might struggle to achieve a consensus, resulting in the only candidates finding jobs elsewhere.
Companies usually do not use data-driven recruiting
In order to continuously improve their recruiting process and make better decisions, companies can use recruitment data and metrics. But collecting and processing data is going to be a hassle. Spreadsheets are some way to trace hiring data, but they require manual work, are in danger of human error, and don’t seem to be compliant. This makes it hard to trace data and trends accurately. Data must be compiled and arranged efficiently and streamlined by hiring teams.
Overcoming the recruitment challenges through RPO
Recruiting the right people through RPO
An RPO company has access to an enormous number of applicants and recruiters from many industries and regions. RPOs even possess the tools and resources to analyze candidates beyond just their resumes and assess their skill sets, personalities, and other qualities.
An RPO solution provides hiring managers with a more complete profile of candidates when narrowing down the pool of applicants.
In the event that companies outsource recruitment efforts, they can change their recruitment services at any time. During certain periods of the year or season, businesses may need to build up or stretch their recruitment efforts (such as over the winter break or summer season).
Recruitment process outsourcing provides the sort of flexibility that employers should scale their recruiting efforts to keep pace with their demand.
RPOs are good at engaging qualified candidates
Top recruitment process outsourcing partners have a wide network of qualified candidates that are already engaged and looking out for the next right opportunity. With expansive knowledge and knowledge of recruiting across various industries, RPO providers easily connect with candidates in roles that are often difficult to fill.
RPO providers can grasp the most recent technology, including AI and automation, to simply engage candidates and screen them for roles. This helps speed time to rental and ensure specialized candidates receive the simplest experience in their talent journey.
Understanding each industry and your company’s needs for locating specific talent gives RPO providers the advantage of finding and nurturing the proper candidates with supported skills, training, certifications, degrees, and other requirements that will sometimes be difficult for in-house recruiters.
RPO providers cannot only help find the proper candidates but also provide them with a seamless experience that entices them to use them for future positions at your company.
RPOs help you hire faster
The longer a company may suffer a loss, the longer the employment position remains vacant. The company’s performance is put in peril. In keeping with Glassdoor Economic Research, on a median, the hiring process in the USA takes 23 days.
Some companies tend to have stretched and extended processes which take longer time. It is absolutely reported that 54% of companies haven’t acquired an authorized candidate because their hiring process took too long.
Time saved could also be used to improve the quality of products and services your company provides, which consequently can lead to greater customer satisfaction. It can cause difficulty and end in higher revenue.
RPOs use data-driven recruitment
RPOs use data-driven recruitment, or recruitment software which makes the method quicker. Nowadays, companies are very choosy about the candidates they require to rent for a specific job.
Data proves to be helpful here as data is clinically relevant and helps you find the most effective candidate while assessing the fit of that candidate. A minimum of data helps you close positions faster compared to after you don’t use data for recruitment.
Data identifies the talent pool faster too. You’ll be able to easily and speedily identify and prioritize the talent pools. This protects time within the process later.
If you can sum up the precise talent pool picture for your hiring manager and are available with suggestions to incorporate particular pools or exclude or even recommend certain job traits, then your job is half done.
It can change the perception of how recruiters are. This just means recruiters pressed for time and rushing to satisfy targets and deadlines were missing the mark. And, “they” missing the mark simply means the candidates hired won’t be of the “best” quality.
Data could be a game-changer within the modern recruiting process, and it improves the recruiting efforts by a factor of two while reducing the time taken, thus making it a more efficient process.
Conclusion
Recruitment is important because it offers many benefits to a business. A good recruitment strategy will help you attract and retain high-quality employees who match your brand. The specific elements of the hiring process are unique to each company, but there are general steps every business can follow to attract and hire qualified candidates.
Since the recruitment process takes time and is expensive, most companies cannot afford to hire candidates without spending a lot of time and all the expenses that might overshoot their budget.
Therefore, they outsource their recruitment process to recruitment process outsourcing firms (RPOs). RPOs make the recruitment process easy and recruit a lot of highly qualified candidates in a very short time, according to the requirements of their clients.
For over a decade, as an industry leader in RPO, Pragna has engaged its stakeholders, customers, and employees with unparalleled integrity, efficiency, and passion to offer compliant and elite talent solutions. We have been pioneers in providing the best in class solutions to businesses across the globe.
We are competitively agile and highly adaptive to fulfill our consumer demands. Our professional team is innovative, goal-centric, and steadfast in carving a distinct segment within the sales and marketing management services.
by admin | Aug 29, 2022 | Ace the Interview, RPO
RPO could be a functional model where an organization delegates the management of the recruitment operations (in whole or partially) to a third party expert to drive cost, quality, efficiency, service, and scalability benefits.
An RPO provider acts as an in-house recruiter for a business, providing efficiency and suppleness within the recruitment process. It relieves HR professionals and employers of administrative burdens and delivers a consistent, involving personal attention experience for job candidates. Here are a few frequently asked questions about RPO companies.
How does RPO work?
Strategic workforce Planning
RPO companies use talent analytics to determine the talent supply and demand in the same way as market compensation by department, role, and geography. RPO companies collaborate with your organization to develop a workforce plan and strategy to foresee future manpower or workforce trends, if required.
Sourcing
Deep sourcing expertise becomes an important component of your recruitment strategy since most of the recent jobs are found through networking. RPO providers develop targeted sourcing strategies to handle the needs of specific industries or functions, including recruitment marketing, talent pooling, screening/assessment, predictive analytics, and talent advisory solutions like employer branding, talent analytics, and recruitment messaging.
Screening
Thorough screening, including skill assessments, behavioral and personality evaluations, and interviews, creates a pool of candidates that may be an honest fit both for the position and for your company. Screening for cultural fit is additionally a very important part of this process, ensuring that clients receive only candidates who will fit well within the company’s culture.
Recruiting & Offer Management
RPO firms have expertise in recruiting both passive and active candidates to seek out the most effective person for the task. The provider acts as your brand ambassador, promoting a uniform brand message, scheduling interviews, handling salary negotiations, and maintaining tight internal control.
Reporting
The company remains responsible to the client and provides regular analysis of recruiting metrics like cost per hire, time to fill, retention rates, productivity, recruiting process conversion rates, and more.
Is RPO suitable for both seasonal and temporary recruiting assistance?
Yes, RPO provides help with seasonal or temporary recruitment requirements. This situation is more frequently faced by organizations, and RPOs have an approach that centralizes all the hiring, whether it’s for permanent or temporary employees.
RPO provides the flexibility of no headcount commitments and it is one of the many benefits they offer.
RPOs allow companies and businesses of all categories and sizes to have the benefit of expertise and recruitment process outsourcing (RPO) without the limitations on distinct time or resources, which is suitable for short term requirements and helps you to achieve your recruitment goals comfortably.
Is RPO suitable for small companies?
Yes, recruiting process outsourcing is suitable for small and Medium Business. The major hiring challenge for smaller businesses is often their employment brand’s ability to draw in good candidates.
Bigger organizations generally have a marketing potential that advances and markets their consumer and employment brand. Smaller businesses have the drawback of not being acknowledged within the marketplace or “not being distinguished as an employer of choice.” Their brand will be clear internally, but they may have trouble communicating it externally.
A RPO partner can help them identify what their brand is and communicate that brand within the job marketplace. Let’s admit the fact that recruiting today could be a selling function.
Furthermore, unlike staffing agencies, RPOs market through the brands of their customers to build awareness, increase employment, and increase market presence. Small businesses are also inclined to have less process diligence and consistency in recruiting.
A good RPO partner will bring the diversified employment brand strategy that smaller businesses generally don’t have.
Is RPO cost effective and time saving?
Since RPO providers concentrate on HR, they’re constantly up to date with the changes in strategies, policies, and technologies that help in boosting the HR departments of various industries. This specialization makes outsourcing a cost-efficient strategy.
Another contributing factor to why you need to opt to outsource your recruitment process is the amount of money you’ll save on salaries. Partnering with an RPO to handle your HR paperwork and administrative duties. gets the duty done even as well for fewer than half the value the companies usually spend on their recruitment.
Recruitment, training, and advertising costs are also a number of the expenses involved when hiring. These require those that are visiting to perform specific functions, and their salaries need to be paid. But unnecessary expenses like employing excess staff within the HR team may be avoided by partnering with an RPO provider.
The cost of software will be high, and administrative duties like paying benefits and distributing payrolls are time-consuming. But by outsourcing these functions and responsibilities, you save an abundant amount of time and money.
The longer an organization may suffer a loss, the longer a job position remains vacant. The company’s performance is put in danger. According to Glassdoor Economic Research, on an average, the hiring process within the USA takes 23 days. Some organizations tend to have extended processes and take longer time. It was reported that 54% of companies have not acquired a certified candidate because their hiring process took too long.
Time saved may be accustomed to improving the standard of products and services your company provides, which successively can cause greater customer satisfaction. It can cause an issue and end in higher revenue.
What are the benefits of outsourcing your recruitment?
Streamlined Recruitment Efforts
An RPO provider allows organizations to reduce their recruitment efforts and makes the process easier. RPO firms provide a regular methodology for recruiting. a feature that’s applied uniformly across the organization, a feature that’s especially important for businesses with multiple locations or entities.
A streamlined approach to recruiting also eliminates confusion by keeping candidates, hiring managers, and executives well informed throughout the whole hiring process.
A Broader & more practical Talent Search
An RPO provider has access to a vast network of applicants and recruiters across multiple industries and regions. What’s more, they even have the tools to research candidates beyond just their resumes and analyze and assess personalities, skill sets, and other qualities. When narrowing down the pool of applicants, RPO solutions provide hiring managers with a more complete candidate profile.
Companies can change or expand their recruitment services at any time when outsourcing recruitment efforts. This could be largely important for businesses that require them to outstretch or build up their recruitment efforts during a certain time of season or year (like during the winter break or over the summer season). Recruitment process outsourcing provides the type of flexibility these employers have to scale their recruiting efforts to keep pace with their demand.
Reduced Recruiting Costs
Outsourcing recruitment also has the obvious benefit of reducing costs, just like outsourcing other business processes. Executing an RPO solution significantly lowers a business’s cost-per-hire. The time and money that companies want to spend on recruiting (conducting background checks and other pre-employment screenings, including attending job fairs, advertising open positions, and other recruiting trends) can alternatively be redirected to other revenue-generating activities.
For over a decade, Pragna has been an industry leader in RPO while engaging its stakeholders, customers, and employees with paramount integrity, efficiency, and passion about offering compliant and elite talent solutions. We have been pioneers in offering best in class solutions to businesses across the world.
Pragna offers recruiting and prospecting from small, medium, and large firms serving many of the world’s leading companies. Discover advanced, innovative talent strategies and processes that allow you to stay focused on your core business.
We are competitively agile and highly adaptive to fulfill our consumer demands. Our professional team is innovative, goal-centric, and steadfast in carving a distinct segment within the sales and marketing management services.
by admin | Aug 18, 2022 | Ace the Interview
An organization’s hiring process involves identifying, selecting, and hiring new employees.
Since the method requires strategic and sensible thinking while remaining compassionate, there are certain steps to follow to make it successful.
The time it takes for a company to recruit for an open position will be anywhere from one week to many months. The sort of role, sourcing strategy, and company deadlines can determine the length of the hiring process.
Some jobs may only require one to two interviews, while others could require more than four, all depending on the nature of the job. Candidates can communicate during the interview process to get an estimated timeline for hiring.
Difference between Conventional and modern hiring methods
Conventional hiring methods are still being utilized by employers across the world. Using these methods is very simple and familiar, like job postings, which are paper based, internal hiring; hiring through referrals; and word of mouth, which are the reasons they are popular options amongst an abundance of recruiters today.
Although these techniques in recruitment are just not adequate in this immensely technological period, a more updated and modern approach means hiring teams can make the hiring decisions efficiently and simply with the help of technology.
This reduces the dependency on manpower and human input to make better hiring decisions and recruit better. Here are five trending technologies that can make the hiring process better
1) Virtual reality to communicate with the candidates
Virtual reality communications are another emerging recruitment technology that hiring managers can use to help them create immersive interview experiences.
Virtual reality headsets simulate another reality by providing an immersive, interactive experience. Wearing a VR headset can put you in an exceedingly virtual world, a shared experience with others wearing a VR headset.
Companies are exploring ways to use VR in their day to day operations. Here are some samples of how computer games are employed by companies during recruitment.
Virtual reality can be used to give candidates an insight into the role.
Use VR computer games to give candidates an insight into the role. Another railway company in Germany is employing the utilization of video games in recruitment.
Because they typically receive little to no interest from younger generations when hiring for positions like train conductors, the company decided to use computer games to grant This would give the younger group a more full understanding of the role and what their responsibilities would entail.
The result was an enormous increase in applicants with improved skills sets and ones that were genuinely excited about being considered for the role.
Virtual Reality can be used to show the workplace environment to candidates.
A few American companies use VR technology in their recruiting process to make it interesting, fun, and more skills based.
Companies are utilizing computer games in recruitment by giving potential candidates a chance to witness the company’s culture, office space, and even get a taste of the business’s celebrations.
This offers candidates an insight into the potential workplace they will be working at before deciding if the environment suits them or not.
2) Applicant tracking systems (ATS)
Applicant tracking systems (ATS) are programs used by recruiters to manage their hiring processes. Conventionally, these systems help them:
Recruiters can simplify their hiring processes by being able to sort through candidate credentials and data. Depending on your needs, you might research different applicant tracking system technologies and their features.
Tracking and managing documents for candidates is centralized.
ATS can be very effective in storing the whole history of the candidates, like their contact details, job application history in the company, reporting chain, etc., all together in a single place.
Even the documents for legal, company policy, and onboarding details can be centralized on a safe platform.
Therefore, the time that is exhausted in searching for basic information makes the onboarding and hiring process much easier, reducing the effort of unnecessary paperwork and increasing security too.
It makes it easier to find the right candidates and removes those that aren’t right for the role.
The number of applications for an open role is always more than the HR team can handle. There should be a thorough screening yet quick so that you don’t lose the candidates to your competitors. During the hiring process, a good ATS can be very productive.
A good applicant tracking system enables you to set custom criteria that automatically reject resumes—this will be the placement of the candidate, age, visa requirements, years of experience, etc.
Resumes and CVs that don’t match the standards are automatically rejected for the role and are added to the talent pool so the HR team gets the correct resumes.
3) Artificial intelligence systems
You may consider artificial intelligence (AI) systems for your recruitment processes because they will enable you to assess candidates and identify potential adjustments to your job descriptions.
Like applicant tracking systems, AI can assist you in filtering the duty applications you receive. However, unlike applicant tracking systems, AI also eases the scanning of your job descriptions and posts to help make sure you optimize your language.
Reduce the human bias and improve the effectiveness of the candidate during recruiting
The AI recruiting tools help to eliminate any chance that an appropriate and qualified candidate will be neglected thanks to their age, gender, or age. This may be a step towards equality that has been awaited within the recruitment industry for an extended time.
Once you have rid yourself of the shackles of human bias, you’ll begin to boost your candidate assessment process. Using AI, you will be able to identify aspects of a resume that put you off and aspects that you simply don’t like.
The patterns can be identified for more personal results.
If AI recruitment tools are providing you with profiles that, while good, don’t quite fit the bill of what you’re trying to search out, then simply click to obviate them and so the AI technology will learn what you’re not like.
Equally, after you choose profiles that you simply just do like, the machine will learn and provide you with profiles that are more closely aligned to previously selected profiles.
With AI, you can spice up your talent acquisition process and accurately measure the results and effectiveness of any changes you make along the way.
4) Social media will impact the recruiting
Millennials and GenZ are able to use social media to apply for brand new jobs. It is easier for brands to hire employees when they have a good online presence.
Additionally, social media helps spread the word about job openings and provides a glimpse into the company culture. Employer branding is a must in today’s market.
The fact is that candidates nowadays are looking beyond salary, and a strong brand will be able to attract good candidates. Research companies with a foul reputation need to pay a minimum of 10 you additional to draw in talent. Social media pages now are the face of the corporate world.
Workonic’s job search stats reveal that 73% of job seekers say the method of trying to find employment was one of the most stressful events in their lives. The utilization of technology is the best way to cut back on this pain, both for candidates and HR.
As the hiring process is a first impression, technology will increase the probabilities of job acceptance. A candidate will be able to see things other than salary if he/she gets to know that the candidate’s experience is good in the company.
5) Chatbots will reduce the hiring time
Recruiters lose 14 hours per week on manual tasks. Answering the essential queries of candidates is one such task.
On top of that, half the candidates hand over if they do not hear back from the respective company within the period of applying.
Recruiters’ hands are nearly always full, and conversational AI chatbots are helpful in this case. Chatbots, with machine learning (ML) and natural language processing (NLP), save the time of both HR and candidates by addressing all the essential questions like humans.
It also enhances the candidate experience by reducing turnaround. According to a report published by Salesforce, 23% of companies are already using chatbots, and therefore the count will only increase in 2022.
Conclusion
Your entire business benefits from a well-resourced HR department. From recruitment to retention efforts, the proper technology can significantly lighten the workload of this critical department.
In order to implement positive changes, we should encourage positive technological developments. Pragna has been leading the technology evolution into the hiring process and it has become mandatory with the onset of the pandemic. If the new technology is used by Pragna’s team successfully, it will redefine candidates’ staffing experiences and improve organizational productivity.
No matter what industry your business is in, there’s a way you’ll be able to use new technologies to boost and streamline your hiring processes.
